Does Your Executive Recruiter Actually Tell You the Truth?

I want to ask you something.

When your recruiter sends you a candidate, what do they say?

I'll tell you what most of them say. "This person is incredible." "One in a million." "Perfect fit." "Best candidate I've seen in years."

Every. Single. Time.

I've heard it. You've heard it. And if you've been in business long enough, you know exactly what that means — nothing. It means the recruiter wants their candidate in front of you. It means they want the fee. And it means they'll say whatever it takes to get you to say yes to the interview.

That's not recruiting. That's salesmanship. And you deserve better.

Here's how I do it differently.

Every candidate I put forward gets a gut rating. After 20 years of doing this, I trust my instincts. I know when something doesn't add up in a work history. I can tell when someone has stretched the truth on their resume. I notice the small things — a slip in conversation, an inconsistency in dates, an answer that's a little too rehearsed.

And I tell my clients exactly what I think.

If I love a candidate, I'll tell you why specifically. Not "incredible" — but here's what sets them apart, here's what impressed me, here's why I think they'll succeed in your environment.

And if I'm not sold on a candidate? I'll tell you that too.

There is nothing wrong with putting forward a candidate you're not completely sold on — as long as you're honest about it. Sometimes I'll say "I'm not thrilled with this one, but I think you should see them." And you know what? Sometimes that candidate surprises everyone. And sometimes they don't.

But here's the other thing nobody talks about — seeing a weaker candidate can actually make your decision easier. When you sit across from someone average and then someone exceptional walks in, you feel the difference immediately. The contrast is valuable.

What I've learned is this: clients who get honest assessments make better hires. They go into interviews with their eyes open. They ask better questions. They don't get sold by a polished surface.

So before you work with a recruiter, ask them one simple question:

"Will you tell me when you're not completely sold on someone you're putting forward?"

If they hesitate — find someone else.

Philip Lamb is Managing Partner of PRL International — a retained executive search firm with 30+ years of experience placing leadership talent in manufacturing, energy, aerospace, technology, and financial services.

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